The workplace landscape is changing and so is the law.
Under the Equality Act 2010, menopausal symptoms that have a substantial and long-term impact on daily life may be considered a disability, meaning employers must make reasonable adjustments to prevent discrimination. While there is currently no legal requirement for formal menopause action plans, the UK Government’s Employment Rights Bill signals that large organisations (250+ employees) will soon be required to publish them once the Regulations are finalised.
Until then, forward-thinking HR leaders and employers are exploring how to proactively support menopausal employees, avoid discrimination claims.
Menopause Action Plans for 250+ employees.
The UK Government’s Employment Rights Bill, part of wider employment law reform introduced in 2024 signals that large employers (those with 250+ employees) will be required to publish formal menopause action plans once the Regulations are finalised. However, the precise content, timing and statutory requirements of those plans are still awaiting publication. Until then, employers must act on the current legal framework and many forward-thinking HR leaders are asking the same question:
“What should a menopause action plan look like in practice today?”
That’s exactly what this guide is designed to help you with giving you actionable clarity, practical steps and confidence to support your people now. Menopause is not just a wellbeing issue, it’s a talent retention, productivity and culture issue too.
The Role of a Menopause Action Plan
A menopause action plan doesn’t need to be complicated or overly formal. At its core, it’s simply about having a clear and consistent approach to supporting employees.
It helps employers move from uncertainty to confidence by providing:
- Clarity on what support looks like
- Guidance for managers
- Reassurance for employees
Whether you’re a small business or a large organisation, the principles remain the same it’s the scale that changes, not the need.
Small and Large Employers: Different Setups, Same Goal
Smaller organisations often assume they need a full HR function or extensive resources to support menopause effectively. In reality, the most impactful changes are often the simplest, open conversations, flexibility, and a willingness to listen.
Larger organisations, on the other hand, face a different challenge: consistency. With multiple teams and layers of management, it becomes essential to ensure that support is embedded across the organisation, not dependent on individual managers.
In both cases, what employees need is the same, understanding, flexibility, and access to the right support.
A menopause action plan could involve different things for different industries however, the fundamentals of space to listen, education and training is the pivotal requirement.
A strong menopause action plan brings together several key elements.
It starts with awareness ensuring that menopause is understood and normalised across the organisation. When people understand what menopause is (and what it isn’t), the stigma begins to disappear.
Next comes manager confidence. Managers don’t need to be experts, but they do need to feel comfortable having conversations, knowing how to respond, and understanding what support is available.
There also needs to be visible, practical support, whether that’s flexible working options, workplace adjustments, or clear pathways to further help.
And importantly, employees should have access to support beyond the workplace, recognising that menopause doesn’t stop at the office door.
How to implement the menopause action plan?
One of the biggest challenges employers face is knowing where to start and how to join everything up into something that actually works. That’s why many organisations choose to work with providers who can support them from awareness through to ongoing support.
We work with employers as an end-to-end menopause support partner, helping to build practical, sustainable approaches that make a real difference. This includes:
- Delivering menopause awareness training to open up understanding and conversation
- Providing manager and senior leadership training to build confidence at every level
- Supporting the development of workplace strategies and action plans
- Offering access to treatment options to support employee health and wellbeing
- And going a step further by providing a free menopause support group for women, which employers can include as part of their signposting for additional, confidential support
This joined-up approach ensures that menopause support is not just a one-off initiative, but something that becomes part of the organisation’s culture.
Moving Forward: Progress Over Perfection
There is no “perfect” menopause action plan.
What matters is that employers take a step forward, acknowledging the impact of menopause and putting support in place that is real, accessible and meaningful. Because when employees feel supported through this stage of life, they don’t just remain in the workplace, they continue to thrive within it.
Take the Next Step: Be Menopause Ready Today
If you’re ready to move from awareness to action, we can help. We partner with organisations to deliver end-to-end menopause support, including:
- Awareness training for all employees
- Manager and senior leadership training to build confidence at every level
- Workplace strategy support to embed menopause into policies and culture
- Access to treatment options and practical support
- Free menopause support group for women, which employers can include in their signposting
Don’t wait for legislation to define the “perfect” plan. Take practical, informed steps now to retain talent, improve wellbeing, and create a truly inclusive workplace. Get in touch today to discuss how we can help your organisation become menopause ready because support shouldn’t wait.
